How to Setup Coaching and Mentoring Programs

Coaching and mentoring programs are very useful in building a strong corporate workforce. Executive coaching and mentoring programs are key to succession planning, strategic planning etc. At the management or employee level, the mentoring programs help identify and develop most talented resource pool and train to perform at their best. For best result, these coaching or mentorship programs must be carefully designed with clear objectives, goals, time line and proper resources. The following steps describe how to setup a successful mentorship or coaching program in a corporation.

Instructions

1. Set clear objectives. Before you start a coaching or mentoring program, you should know exactly what you are trying to achieve. Without this, you won't be able to measure the result of the mentoring program.

2. Get top management support. First get the approval from the top management for the mentoring and coaching programs. Their involvement brings in more energy and seriousness to the initiative. Especially in executive mentoring programs, the top management should be participating directly.

3. Make mentoring the company culture. If mentoring and coaching is part of the corporate culture it becomes more effective. Mentoring can be started for new hires and then be extended to more experienced employees and managers as well. Mentorship can be part of the annual review process too.

4. Facilitate the mentoring and coaching culture with seminars, web portals, networking events, guest lectures etc. This helps keeping the interest in mentoring and also the momentum of the program.

5. Pair the mentees with right mentors. This is crucial. This should be done based mentees goals and objectives of entering a mentorship relation and mentor's skills and expertise in that area. Without a proper match, the mentorship program will be a failure.

6. Setup cross functional matches for mentoring as much as possible. This will avoid any potential manager-subordinate bias or inhibitions. In addition it will provide both mentor and mentee new opportunity to learn different aspects of the company business.

7. Get the commitment from Mentor. Normally the mentee shows a lot of interest in learning and achieving his goals. However, unless mentor is committed to work with the mentee, mentoring does not work. Do not force anyone to be a mentor. It should be always done on voluntary basis. Recognize mentors with rewards and gifts. This will keep their interest and enthusiasm in participating in the mentorship and coaching program.

8. Mentor and the mentee should establish common ways of interacting, learning, setting and tracking goals etc in the beginning. It is good for mentee to initiate meetings and other communication based on the need.

9. Periodically evaluate the results. Get feedback and track the result against the goal. Change the mentor-mentee relationship after a while. Establish new pairs of mentors and mentees. This will allow them to get a different perspective and learn new things.